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MEASURING DIVERSITY AT ANA MEMBER COMPANIES
3. ANA BOARD OF DIRECTORS AND AIMM MEMBER COMPANIES DIVERSITY SCORECARD

RECRUITING

“Hiring for diversity just isn’t HR’s responsibility, but is the responsibility of the organization
as a whole.”

Overall

• We have made it a point to work with recruiting/HR department to source diverse candidates
for all positions.
• To attract diverse talent from the outside, specific candidates are targeted.
• Intentional recruiting at campuses with strong and diverse presence and reaching these
talents early in their job explorations.
• Junior-level marketing positions in the management development program are recruited
by our talent management team with a key focus on recruiting for a gender-balanced class.
• We have a specific program that brings in talent prior to their internship and provides them
an immersive experience designed to expose them to work opportunities, career systems,
and our community.
• Candidates are interviewed by a diverse panel.

Diverse Candidates Are Required
• We partner with Human Resources to ensure that any open positions in which we are
hiring have a diverse candidate slate as part of the recruiting process.
• We are demanding to see a diverse candidate slate in any interview process.

• Require diverse slates of candidates on hiring for all marketing roles.
• For officer-level, we ask our recruiting team to strive for a diverse slate for interviewing.
Comment: Think of this as similar to the Rooney Rule in the NFL, requiring teams to
interview ethnic-minority candidates for head coaching and senior football operation jobs.

Senior Leadership/Board Engagement

• Every open position at director level and above is reviewed with our Leadership Committee
before a hiring decision is made, inclusive of all departments within the company.
• Senior leadership compensation/bonus is tied to employee diversity metrics.
• Our Board of Directors regularly reviews our progress in diverse hiring.

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